3 of 19

Mission Statement and Principle-Based Leadership Values of DVR

Wyoming’s state DVR mission is to “provide services and advocacy to assist individuals with diagnosed disabilities find independent and integrated employment. Through this agency, we can assist with empowering individuals for a better quality of life.”

The Department of Workforce Services has the following Principle-Based Leadership Values:

Integrity - Truthful, Ethical, Accountable, Consistent, Fair and Predictable.
Courage - Fortitude, Principle Over Expediency, Demonstrate Self-Initiative.
Discipline - Self-Control, Respectful and Objectivity.
Loyalty - Allegiance, Trust and Respect for Authority.
Diligence - Excellence, Dedication, Perseverance and Commitment.
Humility - Compassion, Servant Leadership and Recognize the Strengths of Others.
Optimism - Focus on the Future, Maintain Positive Outlook, Demonstrate Patience and Understanding.
Conviction - Approach Each Day with Confidence, Passion and Sincerity.

4 of 19

What is Disability?

The ADA (Americans with Disability Act) defines disability as:

a person who has a physical or mental impairment that substantially limits one or more major life activity. This includes people who have a record of such an impairment, even if they do not currently have a disability. It also includes individuals who do not have a disability but are regarded as having a disability. The ADA also makes it unlawful to discriminate against a person based on that person’s association with a person with a disability.

5 of 19

Examples of Disabilities:�

Physical

A physical disability is a condition that affects an individual’s mobility, physical capacity, stamina, or dexterity:
Examples of Physical Disabilities:

Brain or Spinal cord injuries
Multiple Sclerosis
Cerebral Palsy
Respiratory disorders
Epilepsy
Hearing/Visual Impairment
Muscular Dystrophy
Spina Bifida
Paralysis
Amputations
And many more…

Mental/Emotional

A mental/emotional disability are a wide range of conditions that affect mood, behavior, and thinking.
Examples of Mental/Emotional Disabilities:

Autism
Anxiety Disorders
Panic Disorder
Obsessive-Compulsive disorder
Phobias
Eating Disorders
Personality Disorders
Post Traumatic Stress Disorder
Psychotic Disorders
Schizophrenia
Bipolar Disorder
Dementia
ADHD
Depression
And many more…

Intellectual (Cognitive)

An intellectual disability is when a person has limitations in mental functioning and in skills such as communicating, taking care of themselves, and social skills.
Examples of Intellectual disabilities (there are four levels of intellectual disability: mild, moderate, severe, and profound).

Down Syndrome
Autism
Fetal Alcohol Syndrome
IQ of 70 or less
Specific Learning Disability

6 of 19

Understanding Disabilities

Please refer to the following website links to review specific diagnosis to have a more clear understanding of what it is and how it can affect someone's day to day life.

https://www.easterseals.com/explore-resources/facts-about-disability/understanding-disability.html

Job Accommodation Network: This resources will assist you with learning more about a specific diagnosis, accommodations, client rights, and employer rights:
Askjan.org

7 of 19

Myths vs. Facts about Disabilities:

Myth #1: People with Disabilities are Brave and Courageous

Fact: Having a disability means adapting to a lifestyle, not bravery/courage

Myth#2: All persons who use a wheelchair are always sick/ill.

Fact: This myth arose from the use of wheelchairs in a hospital setting while treating ill persons, there are numerous reasons an individual may use a wheelchair not due to being ill.

Myth#3: Wheelchair use is confining

Fact: A wheelchair is an assistive device that helps someone get around

Myth#4: All individuals with hearing devices can read lips.

Fact: Lip-reading skills vary and are not reliable means of communication.

Myth#5: People who are blind acquire a sixth sense.

Fact: Individuals who are blind may develop stronger senses, they do not have a “sixth sense”

Myth#6: People with disabilities are more comfortable with “their own kind”

Fact: Many individuals with a disability take advantage of new opportunities to join mainstream society.

Myth#7: Non-disabled people are obligated to “take care of” people with disabilities.

Fact: Anyone may offer help, but most individuals with disabilities prefer to be responsible for themselves.

Myth#8: The lives of people with disabilities is very different than those without.

Fact: Individuals with disabilities go to school, get married, have children, pay taxes, dream, shop, cry/laugh, have prejudices.

Myth#9: Individuals with disabilities always need help.

Fact: Many individuals with disabilities are independent, if you would like to help someone with a disability, ask him/her first if they need assistance before doing it.

For more myths vs. facts, please use the following link:

https://www.easterseals.com/explore-resources/facts-about-disability/myths-facts.html

8 of 19

Myths about Hiring an Individual with a Disability:

“What are some common myths about hiring people with disabilities that impede disability recruiting initiatives?”

For further resources:

https://www.shrm.org/resourcesandtools/tools-and-samples/hr-qa/pages/hiringemployeeswithdisabilities.aspx

Why hire?

Innovative Thinkers, Ultimate Problem Solvers
Reliable Employees
Strong Work Ethic
Increase Profits
Customers Value Your Values

9 of 19

How to be More Inclusive:

All of us have experienced disability, or will in our future, this may be with a family member, a friend, a co-worker, or ourselves. Our goal is to include and empower. In order to meet these goals we all have a role to play in order to be more inclusive, here are some suggestions:
It’s okay to offer help, but be okay when you are told No.
It’s okay to ask someone about their disability AFTER YOU HAVE GOTTEN TO KNOW SOMEONE, and, it’s also okay if they do NOT want to talk to you about it!
Don’t assume someone doesn’t have a disability just because you can not see it, REMEMBER, NOT ALL DISABILITIES ARE VISIBLE.
When talking with a wheelchair user, sit down so you are at eye level with the individual.
It’s okay to ask an individual with a speech related impairment to repeat themselves if you do not understand them first time.
If an interpreter is helping you communicate with a an individual with a hearing impairment, please make eye contact with the individual not the interpreter.
NEVER pet or play with a service dog. They are working and have a job to do.
Make sure to remember to include accessibility when planning a party or event.

10 of 19

Disability Etiquette:

Be Considerate, it may take an individual with a disability to complete a task longer, it may take longer to think and respond to a question, it may take longer to get from one place to another.
If you want to assist an individual with a disability, ask permission first.
Don’t lean or hang on someone’s wheelchair.
Do remember that a wheelchair is someone's personal space.
Don’t grab a person to guide them if they are visibly impaired.
Do allow a person to take your arm to guide them, not lead.
Don’t shout at someone with a hearing impairment.
Do make eye contact with the induvial and speak clearly.

11 of 19

What Experiences have you Encountered?

Activity:

Please share examples of situations you have encountered with individuals with a disability in the workforce:
Was this difficult?
Was it frustrating?
Did you know about the diagnosis?

12 of 19

People First Language

Let’s do an activity:

Please make a list of the words that define who you are?

Examples: color of your hair, skin, gender, age, weight
(give five minutes)
Ask the group what words they have
Ask the group how they would feel if that is all they were, was that label
When words alone define a person, the result is a LABEL
Labels create negative/stereotypical attitudes towards someone

HOW DO WE NOT BECOME A LABEL OR RISK LABELING SOMEONE ELSE?

USE PEOPLE FIRST LANGUAGE

What is people first language?

People first language is an objective and respectful way to speak about an individual with a disability; we focus on the PERSON FIRST, not the diagnosis. This shows that a person is a person, and they are not defined by their disability.

Let’s look at the handout and review some examples of people first language.

13 of 19

The Process Towards Employment:

VRC’s assist a client in identifying:

Local employment opportunities
Preferences
Skills and abilities
Interests
Specific work site and job requirements
Accommodation needs
Benefits (SSA) and if this employment will affect those benefits
Availability, needs of transportation, and changes in their day to day living schedule
Support at an employment site (job coaching; short term or continuous)
Resume completion
Mock interviews

Once the consumer decides on an employment goal, the planning stages follow. The VRC will discuss job placements, job development, and the community supports necessary to assist in a successful work experience/work position.

14 of 19

DVR Job Placements and Paid Work Experiences:

DVR assist clients in participating in paid work placements. These work experiences/job placements are completed to further determine the skills necessary to be employed in a specific interest area.
DVR is responsible for the workman’s compensation and any client injury that would occur while a client is employed at your work site.
DVR pays the wages of this client for up to 90 days, at times, if there are new skills being learned, we can extend the work experience.
The VR Counselor attempts to place clients in a great fit for employment; based on their interest, skills, and abilities.
We ask that each employer host, interview the client; as this is not only a good practice for our client’s but also a way for the employer to observe and see if the client will be a good fit to the employment setting.
Our goal (if there is no continued education plans or vocational training in place) is for a successful placement to lead to an employment opportunity (if the employer needs a new staff and if the placement is a success).
A DVR job coach and Vocational Rehabilitation Counselor will be there to support you (the employer/placement site) through this whole process. We are here to support your needs and answer any questions/concerns.
DVR ask that as an employer to treat a client/student the same as all of your employees, the goal is for this to be a learning and teaching experience as we assist our clients to independence. If there are issues occurring (for example, a client no shows, is disrespectful, is calling off, etc. we ask that you follow the normal protocol of your business, if a no show means immediate termination, then the client is terminated, we just ask that we be kept in close communication in order to process this with the client and to discuss concerns with you as well).
DVR will send over the Workman’s Compensation Certificate of Good Standing along with the Unemployment Insurance Good Standing. Express is our payroll company for all of our work placement/experiences.
The employer is in charge, a placement at your employment site is like having a volunteer, DVR provides wages/supports to the client, but the Employer is the one in charge.
The employer and staff can determine a supervisor for the client on each shift or in general that a DVR client can report to. IF the client has a job coach, it is NOT the job coaches role to be the boss of the client, they are there for support; to observe, document, and assist a client with staying on task and learning the job, they are their to assist the client in learning employability skills. IF behaviors arise, please contact the VRC assigned to the client to gain further assistance.
If there is a crisis on site and the client is working independently, please contact the VRC assigned to the client; if it is after business office and it is an emergency/crisis, please call SCS crisis line.

15 of 19

Community Rehabilitation Programs�(Job Coaches and other Service Providers)

CRP’s are contracted through DVR to provide the following services:

Job Coaching
Job Development
Customized Employment

Job Coaching:

Short-Term, on the job support to assist with stabilizing the placement and promote natural supports as well as job retention.
Assist with resolving employers concerns (on the job concerns with the client’s skills).
Address skills, abilities, needs.
Address employability skills/needs (transportation, hygiene, attitudes, work site accommodations).
Support client interactions with employers
Can assist a client in learning a job task by doing the task and allowing the client to mirror them to learn the skill
Work with VRC for supports, assistive technology needs, organization, task completion, and to consult on concerns.
Job Coaches will determine with the employer and VRC when they feel that support (one on one job coaching) can start to decrease or fade, allowing the client to work independently.
Documentation assistance (employment/hire paperwork/timesheets/case notes)

Job Coaches are NOT babysitters, they are not the boss, and they are not to be doing the job for an individual.

16 of 19

The ADA Amendments Act of 2008 (Americans with Disabilities Act Amendment Act, ADAAA) protects

An individual with a physical or intellectual impairment that limits at least one major life activity substantially.
If an individual has a record of any pertinent impairment.
If an individual is considered having an impairment of such kind.

Essential Function of Job
ADAAA bans any kind of discrimination against a qualified person with disabilities. Such an individual is either a job aspirant or an employee possessing all legitimate expertise, education, and experience required for a particular job. He/she must be able to carry out essential functions of that particular position with the aid of or with no reasonable accommodation.
If a disabled individual or an entity feels that they have been discriminated against, they must approach board certified attorneys in employment law to determine the validity of the case and to get a clear insight about the damages that may be recovered.

17 of 19

Can DVR Support/Answer Employer Questions?

DVR is more than supporting clients, we also support our local workforce, and our employers.

If you have questions/concerns in relation to employment accommodations, discrimination, Equal Employment Opportunities, ADA, feel a staff is in need of a job coach for supports, and/or other questions in relation to your staff, please contact us at:

18 of 19

What do you call a person with a disability?
What is an example of person first language?
What does ADA stand for?
True or False, You should talk louder when talking to someone with a hearing impairment?
True or False, An individual with a diagnosed disability always needs help?
If there is a job coach on site, who does the client report to for daily duties/questions/issues?

19 of 19

Resources:

Wyoming Workforce Services:

http://www.wyomingworkforce.org/

JAN Job Accommodation Network:

Askjan.org: https://askjan.org/

Benefits and Costs of Accommodations:

https://askjan.org/publications/Topic-Downloads.cfm?pubid=962628

U.S. Equal Employment Commission (EEOC): Applying Performance and Conduct Standards to Employees with Disabilities:

https://www.eeoc.gov/laws/guidance/applying-performance-and-conduct-standards-employees-disabilities

Americans with Disability Act

https://adata.org/learn-about-ada